It is widely accepted that the conflict women experience between family obligations and professional jobs’ long hours lies at the heart of their stalled advancement. Yet research suggests that this “work-family narrative” is partial at best: men, too, experience work-family conflict and nevertheless advance; moreover, mitigating the conflict through flexible work policies has done little to improve women’s advancement prospects and often hurts them. Drawing on an in-depth case study of a professional service firm, we offer two connected explanations for the work-family narrative’s persistence. We first present data suggesting that this belief has become a “hegemonic narrative”—a pervasive, status-quo-preserving story that is uncontested, even in the face of countervailing evidence. We then take a systems psychodynamic perspective to show how organizations use this narrative and attendant policies and practices as an unconscious “social defense” to help employees fend off anxieties raised by a 24/7 work culture. Due to the social defense, two beliefs remain unchallenged—the necessity of long work hours and the inescapability of women’s stalled advancement. The result is that women’s thin representation at senior levels remains in place.

In a rather flat international business environment characterized by shrinking markets and economic turmoil, Turkey promoted itself as one of the safe havens for investments. Led by the strong domestic demand of a young population, the country had tripled its GDP between 2002 and 2011, and had kept growing by 8.6% in 2011. Thanks to its central location "between the East and the West" and its access to 1.5 billion customers in its region, as well as to its "healthy" state of public finances and reduced government debt, Turkey had by 2012 become the 13th most attractive investment country in the world. As a result, many foreign companies considered setting up shop in Turkey, weighing whether the opportunities would outweigh the difficulties that doing business in emerging markets sometimes brought with it, such as an unpredictable regulatory and tax environment or the presence of a large informal sector. London-based beverages firm Diageo had been facing that same debate in February 2011 when it had to decide whether or not to buy Turkey's leading spirits producer and distributor Mey Icki. The deal would establish Diageo as a leading industry player, but it also bore risks. The case describes Turkey's economy, history, political context, and its business culture, and discusses some of the key opportunities and challenges for foreign players in the Turkish market.